Shape Your Leadership Development Culture in Five Stepssahrma.org/sessions/Alan Derek Utley - Shape...

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Shape Your Leadership Shape Your Leadership Development Culture Development Culture

in Five Stepsin Five StepsAlan Derek Utley


Our Story

The Profile

The Leader

The Faculty

The CEO

The System


•

Leading Global provider: • Engine maintenance, repair and overhaul (MRO) • Nose‐to‐tail services

•

Supporting aviation for over 75 years •

Service customers in over 80 countries•

Facilities in North America, Europe and Asia Pacific

4,000 employees

600 leaders


Leadership DevelopmentOur Culture

Name…Location…

Leadership Standards In Action

Name…Location…


A leader profileA leader profile

A training programA training program

A leadership facultyA leadership faculty

Performance ResourcesPerformance Resources

Customized contentCustomized content


Our Story

The CEO


Our Leadership Development Problem Statement

•

We have a wonky set of tools & programs with no accountability, and

no common thread, model, or link to business strategy. •

Half the business is doing nothing. While the other half has curriculum

and some programs, it is confused about what it was doing.•

We can’t answer the question “what’s our leadership need and how

do we address it?”



Research:



•

Replace standardized programs with flexible, accessible solutions

•

Let the CEO drive, with involvement from senior execs

•

Link to other Talent Management activities

•

Develop all leadership levels

•

Link leadership skill sets to business strategies

•

Focus the development efforts with core leadership competencies

•

Leverage multiple learning channels to maximize impact

•

Move development out of the classroom and into the business

Research:



Problem Statement:•

Leadership succession gaps exist in some areas•

Lack of support for new leaders•

Unclear expectations for current & future leaders / no clear model•

Training and development opportunities are inconsistent and not aligned to

current strategy and business needs

Our Objective:•

Design, develop, and implement a leadership

development strategy that enables consistent and

effective leadership across the enterprise


CEO Engagement


Identify core leadership competencies


1.

Foster C‐suite commitment to leadership development

The Five Steps


Our Story

The Profile


The Profile

1Create

2Buy

Options:


The Profile

• Published, comprehensive, validated model of leadership • Includes 67 Competencies, 19 Career Stallers and Stoppers,

and 7 Global Focus Areas identified as critical to success• Customizable to fit any organization’s culture or operating style • Scalable to multiple talent management applications like

development, job profiles, selection, performance management

Lominger:


Workshop with the executive leadership team

•

What is leadership?•

What is the company’s strategic vision?

•

What to do our stakeholders expect of our leaders?•

What leadership competencies are core for our leaders?


What leadership competencies are core for our leaders?


1.


2.

Design a profile of successful leadership

The Five Steps


Our Story

The Faculty


ObjectivesTraining Program

1.

Introduce and Educate Leaders on The Leadership Standards

2.

Teach leaders how to assess their own development needs, and how

to create and execute a blended development plan


The Faculty

Co‐facilitate the 1 ½ day program and be a role model for the Leadership Standards

Their task:


The Faculty

1.

Persuasive

2.

Respected and credible

3.

Down to earth and cares

4.

Has leadership experiences to share

5.

Is considered a good developer of people

6.

Comfortable in front of an audience, and animated

7.

Doesn’t have to be an expert facilitator; we can

teach that8.

Already has a good foundational understanding of

and commitment to learning and development

Our wish list:


The Faculty

•

A Sector SVP

•

Two Business Unit GM/VP’s

•

A Director of Quality

•

A Finance VP

•

Two Program Directors

•

A Materials Director

•

An Engineering Director

•

A Health and Safety Manager

Our faculty:

Delivery Stats: Between February and May 2011

36 deliveries of the 1 ½

day program

~500 leaders in 10 locations


Feedback from participants

• Glad to see this commitment to leadership training• Great to have senior leaders and ELT participating• Like the opportunity to learn from other leaders• Truly outstanding job…• It was great to have leaders teaching leaders• Great to hear other’s perspectives on leadership


1.


2.


3.

Form a leadership faculty

The Five Steps


Our Story

The Leader


ObjectivesTraining Program

1.

Introduce and Educate Leaders on The Leadership Standards

2.

Teach leaders how to assess their own development needs, and how

to create and execute a blended development plan


CLO Magazine – April 2011

The missing link of the learning

organization is the learning individual

The missing link of the learning

organization is the learning individual

It’s not just a theoretical notion

that employees should learn

It’s not just a theoretical notion

that employees should learn

The learning organization remains a theoretical

construct instead of a practical reality

The learning organization remains a theoretical

construct instead of a practical reality

Leadership development is about

actually teaching people how to learn

Leadership development is about

actually teaching people how to learn


Learning and Development Compass

•

Defines The Leadership

Standards competencies

•

Supplies an assessment tool

for employee and manager

•

Offers a menu of options and

recommendations for blended

learning

•

Includes an Employee

Development Plan (EDP)

template


Learning & Performance Resources

•

E‐learning•

Podcasts

•

Leader Guides•

Leadership Standards

Newsletter

•

Leadership in Action

Spotlights

On demand:On demand:

Click and LearnClick and Learn

Name…Location…


Name…Location…



Survey Results

Survey results reflected great progress toward driving the right leadership development behaviors,

and creating a leadership development culture

•• 82%82%

of survey participants created personalized development plans

•• 87%87%

of survey participants were satisfied/very satisfied with progress

toward their development plans•• 39%39%

were more confident in their ability to complete their own

development plan


1.


2.


3.


The Five Steps

4.

Teach leaders to self‐develop


Our Story

The System


CEO Involvement

Formal Introduction

to Senior Leadership

Formal Introduction

to Senior Leadership

Made

it a 2011

strategicpriority

Made

it a 2011

strategicpriority

Publiclyrecognizedthe project

team

Publiclyrecognizedthe project

team

Personallyattended

the trainingprogram

Personallyattended

the trainingprogram

RequestedEDPs

and

assessmentsfrom exec. staff

RequestedEDPs

and

assessmentsfrom exec. staff

Askedexecutivestaff to set

reinforcing goals

Askedexecutivestaff to set

reinforcing goals


Making it Stick


1.


2.


3.


The Five Steps

4.

Teach leaders to self‐develop

5.

Embed leadership development into the operating system


Thank youThank you@@AlanDUtleyAlanDUtley

Shape Your Leadership Development Culture in Five Stepssahrma.org/sessions/Alan Derek Utley - Shape...

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